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SAP C_THR86_2405 Exam Syllabus Topics:

Topic	Details
Topic 1	Reports and Workflows: The proficiency in creating, enabling, and exporting reports and workflows will be evaluated. This section of the exam focuses on the ability of a SAP partner consultant to generate critical data insights and automate processes, essential for efficient compensation management.
Topic 2	Compensation Statements: The exam will assess your expertise in configuring compensation statements. You will need to showcase your knowledge of how to set up these SAP statements so that they accurately reflect employee compensation, ensuring clarity and transparency in communication.
Topic 3	Set Up Import Tables: Your expertise in configuring and modifying import tables will be tested. You need to illustrate your ability to manage data imports efficiently, ensuring that compensation data is accurately integrated into the system.
Topic 4	Plan Settings: Managing plan settings is a crucial aspect of the SAP C_THR86_2405 exam. SAP partner consultants will need to demonstrate their abilities to configure and adjust plan settings to align with organizational goals and ensure that compensation plans function smoothly and effectively.
Topic 5	Implementation Test: You will be evaluated on your ability to conduct implementation tests. This part of the exam focuses on your skills in verifying that all configurations and settings are correctly implemented, ensuring a smooth deployment of the compensation module.
Topic 6	Managing Employee Specific Data: The exam will test skills in managing employee-specific data within SAP SuccessFactors. SAP partner consultants will be required to show how effectively they can handle data to ensure accurate compensation decisions that reflect individual employee situations.
Topic 7	Compensation Worksheets: In the SAP C_THR86_2405 Exam, your ability to configure compensation worksheets will be tested. As an SAP partner consultant, you will need to demonstrate your skills in setting up and managing these worksheets to ensure accurate and effective compensation processes within SAP SuccessFactors.
Topic 8	Managing Clean Core: This section of the exam will measure your knowledge of clean core principles. To become a certified SAP partner consultant, you will need to demonstrate how you can apply these principles to maximize business process agility, reduce adaptation efforts, and accelerate innovation within the ERP environment.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q52-Q57):

NEW QUESTION # 52
Your customer would like the Reward team to be able to override the final salary of the employee by directly entering in the final amount in Executive Review. However, they want to make sure that this is only possible during the last week of the planning cycle.
How can you achieve this?

A. Create a custom editable Money field with field-based permissions set to read-only. Change the permissions to editable on the correct date.
B. Create a custom editable Money field use custom validation to check that values are NOT entered until the correct date.
C. Create a custom editable Money field. In the formula to calculate the final salary, use the dateDiff() function to determine if the custom column can override the calculated value.
D. Create a custom read-only Money field change read-only to No on the correct date.

Answer: C

NEW QUESTION # 53
A customer's performance process has a Final Review step at the end of the route map during which the reward team reviews the recommendations that have been made to ensure budget spend meets limits.The merit guideline is based upon performance rating, compa ratio, and two custom fields. Country and Job Family The customer wishes that the merit increase is reset to the default when theCountry changes for an employee, but NOT when the Job Family changes.How can this requirement be met?

A. Ensure the default value for all merit guidelines is non zero*Make sure the Country and Job Famity columns are both reloadable
B. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country and Job Famity columns are both reloadable
C. Set the Force Default On Rating Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not.
D. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not

Answer: D

NEW QUESTION # 54
Your customer wants the guidelines for an employee's merit recommendation to be prorated based on the employee's date of last hire The date of last hire is different than the employee's original hire date.How can you fulfill this requirement?

A. Use salary proration and set the review start date equal to the employees last hire date
B. Use raise proration and import a proration factor in the RAISE_PRORATING column
C. Use raise proration and import the employee s last hire date in the RA1SE_PRORATING_START_DATE column
D. Use salary proration and import the employee s last hire date in the SALARY_PRORATING_START_DATE column.

Answer: A

NEW QUESTION # 55
Your client would like a specific population of inactive employees to be included in the worksheet. Which combination of settings allows you to achieve this?

A. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the desired inactive employees.
B. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.
C. Select "Including Inactive Users when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the undesired inactive employees.
D. Select "Including Inactive Users" when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.

Answer: D

Explanation:
To include a specific population of inactive employees in the worksheet, select settings that specify inclusion criteria for inactive users and adjust eligibility accordingly.
* Option C: "Select 'Including Inactive Users' when defining the Method of Planner, select 'All employees are eligible' under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees."
* By enabling the"Including Inactive Users"option, planners can ensure that inactive employees are part of the worksheet. Setting "All employees are eligible" provides a base eligibility, while the eligibility rules can then specificallyinclude only the desired inactive employeesbased on criteria set in the rule.

NEW QUESTION # 56
You create a test user data tile <UDF) for use with a compensation template. The template uses the Second Manager hierarchy. The CEO is head of both hierarchies In the user record of the CEO what values would you use for the MANAGER and SECOND_MANAGER columns?

A. SECOND.MANAGER blank
B. MANAGER NO.MANAGER SECOND.MANAGER blank
C. MANAGER blank
D. MANAGER NO.MANAGER SECOND.MANAGER NO MANAGER MANAGER blank
E. SECOND.MANAGER NO.MANAGER

Answer: B

NEW QUESTION # 57
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New Exam C_THR86_2405 Braindumps, Reliable C_THR86_2405 Exam Practice

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SAP C_THR86_2405 Exam Syllabus Topics:

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q52-Q57):

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